How to use success ratios to produce KPI’s that WILL work.

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Following on from my blog “why bad managers give KPI’s a bad reputation“. this blog explains how to work out KPI activities targets using efficiencies bespoke to each recruiter. I have always been an advocate of KPI’s being tailored individually. Broad brush targets don’t play to recruiter’s strengths, react to commercial changes on the recruiters desk and can demotivate recruiters who don’t buy into standard KPI’s.

 

How to calculate efficiencies.

It may be a little more time consuming, however I advocate getting the recruiters to work out their own efficiencies to help them understand how their activity targets are bespoke

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